Dear Sir,
I wish you must have mentioned in his appointment letter, the condition of Transfer & Travel. On this ground, when he is denying the same, Company can releive him on the ground of mandatory terms & Conditions not followed by employee.
From India, Delhi
22I wish you must have mentioned in his appointment letter, the condition of Transfer & Travel. On this ground, when he is denying the same, Company can releive him on the ground of mandatory terms & Conditions not followed by employee.
From India, Delhi
HI Vishal,
I think your are over doing and acting this matter,you are interest to retaliate him by past happenings.all lab our rules are employee support only.there is no problem at all.you may not force any employee to do any work. you have some attitude problem. all are wants listen your words.If he is not interest ask some other employee to do the work, before transfer you have to ask the employee opinion.why you want to particularly transfer him another unknown department.did u perform the same?
please deal the matter delicately.and treat every employee with respect manner if u r a HR? Or any one?
From India, Madras
I think your are over doing and acting this matter,you are interest to retaliate him by past happenings.all lab our rules are employee support only.there is no problem at all.you may not force any employee to do any work. you have some attitude problem. all are wants listen your words.If he is not interest ask some other employee to do the work, before transfer you have to ask the employee opinion.why you want to particularly transfer him another unknown department.did u perform the same?
please deal the matter delicately.and treat every employee with respect manner if u r a HR? Or any one?
From India, Madras
Dear Vishal,
I would suggest what ever actions you propose or initiate within the parameters of certified standing orders and the terms and conditions of the contract of service,as mentioned in letter of appointment issued to the employee,you go ahead only and only if your management is willing to see the course of actions initiated to the end.
It is my experience in most of the cases of this type,the management later develops a cold feet and the administrative department has to either back track or eat a humble pie
It is better to have a concilliatory approach involving all concerned.
Regards.
Uday
From India, Kolkata
I would suggest what ever actions you propose or initiate within the parameters of certified standing orders and the terms and conditions of the contract of service,as mentioned in letter of appointment issued to the employee,you go ahead only and only if your management is willing to see the course of actions initiated to the end.
It is my experience in most of the cases of this type,the management later develops a cold feet and the administrative department has to either back track or eat a humble pie
It is better to have a concilliatory approach involving all concerned.
Regards.
Uday
From India, Kolkata
Dear Sir,
I completely agree with your suggestion, management react same as you mention but wants to ensure discipline strictly in premises from HR. if I go with conciliatory approach(I know it right) or not taken(delay) any action in this regards then employee union leader will assume that HR frighten from us. They will do something wrong so that HR not stays long time, it is mentality of certain union employees.
Regards,
Vishal
From India, Haldwani
I completely agree with your suggestion, management react same as you mention but wants to ensure discipline strictly in premises from HR. if I go with conciliatory approach(I know it right) or not taken(delay) any action in this regards then employee union leader will assume that HR frighten from us. They will do something wrong so that HR not stays long time, it is mentality of certain union employees.
Regards,
Vishal
From India, Haldwani
Dear,
Going by what a few details U stated here Union or some backing is behind him. So it is necessary that U should have sufficient documents for your and his every action/inaction. First thing before U decide on transfer U have to check with the terms & conditions of service whether it is legal or not. Why I'm telling this is Cadre to cadre shouldn't a problem. For example he is a skilled in a particular work and he could be fit only in that type ofwork like cook/chef, steward etc then it is ok. On the other hand if he would not fit in that new work due to his special skill or competency it may not be appropriate to transfer him. In whatever case, it is better it in writing. If he refusing to receive an envelope containing a communication is also an indiscipline and take action as per S.O. and following necessary procedure.
kumar.s.
From India, Bangalore
Going by what a few details U stated here Union or some backing is behind him. So it is necessary that U should have sufficient documents for your and his every action/inaction. First thing before U decide on transfer U have to check with the terms & conditions of service whether it is legal or not. Why I'm telling this is Cadre to cadre shouldn't a problem. For example he is a skilled in a particular work and he could be fit only in that type ofwork like cook/chef, steward etc then it is ok. On the other hand if he would not fit in that new work due to his special skill or competency it may not be appropriate to transfer him. In whatever case, it is better it in writing. If he refusing to receive an envelope containing a communication is also an indiscipline and take action as per S.O. and following necessary procedure.
kumar.s.
From India, Bangalore
I want to transfer on employee from accounts department , Hubli to Kolkata branch office to take accounts activity. Initial stage he is joined as poen, slowly he is promoted to accounts office after puting 25years of service. Now we want to transfer him, but he is not accepting transfer letter , we haves sent the letter to his residential address with register post , but he is not accepted.
Now how to go ahead. kindly advise.
Now how to go ahead. kindly advise.
Dear Cite hr members,
As per our appointment letters it is clearly mention that managment can transfer you at any place or any location but if we given transfer to any employee that 12 days advance but employee on last day refused for transfer of job then we can relieve him on same day because as per appointment letter only 15 days is intimation period as we already give 12 days pre intimation?????????/Need your advice what to do.......
From India, Faridabad
As per our appointment letters it is clearly mention that managment can transfer you at any place or any location but if we given transfer to any employee that 12 days advance but employee on last day refused for transfer of job then we can relieve him on same day because as per appointment letter only 15 days is intimation period as we already give 12 days pre intimation?????????/Need your advice what to do.......
From India, Faridabad
Please i need your assistance on respond on how to refuse a transfer of inter- transfer of department.
From India, Surat
From India, Surat
Dear cite Hr,
Without the head of department been informed i was been transfer to another department in a short notice. I will need you to advice me accordingly
Please i need a sample letter of response on how to refuse the transfer to another department because what i was employed for was as a business Development officer, not an operational officer.
Your quick response will be appreciated.
Thank you.
From India, Surat
Without the head of department been informed i was been transfer to another department in a short notice. I will need you to advice me accordingly
Please i need a sample letter of response on how to refuse the transfer to another department because what i was employed for was as a business Development officer, not an operational officer.
Your quick response will be appreciated.
Thank you.
From India, Surat
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HR-Policy-036 - Employee Transfer Policy - 11-10-2013.pdf
Employee Appraisal Form new.doc